Reasonable Accommodations

Reasonable Accommodation (RA) is an adjustment or alteration that enables an otherwise qualified individual with a substantially limiting impairment or a record of such an impairment to apply for a job, perform job duties, or enjoy benefits and privileges of employment. There are three categories of reasonable accommodations:

1. accommodations that are required to ensure equal opportunity in the application process to permit an individual with a disability to be considered for a job (such as providing application forms in alternative formats like large print or Braille);
2. accommodations that enable employees with disabilities to perform the essential functions of the position held or desired (such as providing sign language interpreters); and
3. accommodations that enable employees with disabilities to enjoy equal benefits and privileges of employment as enjoyed by employees without disabilities (such as removing physical barriers in an organization's cafeteria).

• FAQ about Promoting Employment of Individuals with Disabilities is intended as a reference tool for federal government managers and supervisors who, by hiring applicants with disabilities and ensuring equal employment opportunity for employees with disabilities, can reverse the current trend and fulfill the employment mandates of Section 501 of the Rehabilitation Act.
• Reasonable Accommodation Enforcement Guidance  addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made.
• Titles I and V of the Americans with Disabilities Act of 1990 (ADA) requires employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.
• Americans with Disabilities Act Amendments Act of 2008 (ADAAA) provides a number of significant changes to the definition of “disability” under the Americans with Disabilities Act (ADA) and makes it easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the statute. 
• Sections 501 and 505 of the Rehabilitation Act of 1973 makes it illegal to discriminate against a qualified person with a disability in the federal government and to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
• Please follow the Department of the Treasury's guidance until TTB’s Reasonable Accommodation Order is finalized.
• Information about Personal Assistance Services